Politics on the Job: Managing Political Discussions in the Workplace

Political discussions in the workplace can be challenging to navigate, especially after a particularly stressful election season. In fact, the one thing that has been uniting the political parties this year is the sheer, unmitigated stress and frustration they’ve been feeling over the election.

“Republicans, Democrats are actually united in having concern about the future of the nation,” says Lynn Bufka, a clinical psychologist and deputy chief for Professional Practice, of the American Psychological Association. “And they’re not sure that the country’s system of checks and balances is actually working the way it should be working. The majority is worried that the election results will lead to political violence.”

In this kind of political climate, it’s crucial that employers think carefully about how to handle politics at work.

Should Employers Enforce a Flat "No Politics" Policy?

Employees bring a range of views to the table, and while open dialogue can sometimes foster understanding, it can just as often lead to disagreement, tension, and outright workplace incivility. Worse, the impacts for the election can linger for months even after the election is ended.

"We studied the last two election cycles in America, in 2022 and 2020. In both cases, we saw a significant dip in well-being and productivity, declining leading into the election and then rebounding [after] the election over the course of about a six-month period," Gabriella Rosen Kellerman, MD, chief innovation officer at coaching platform BetterUp, told Newsweek.

The challenge for employers is to manage politics on the job during that rebound period without stifling free expression or harming employee morale. Complicating matters, it may simply not be possible to enforce an absolute “no politics” rule. Nearly everyone talks politics at least sometimes (83% of Americans admit it). “Ultimately, political conversations are going to happen at work whether they’re ‘banned’ or not,” says David Rice, HR expert at HR news site PeopleManagingPeople.com.

Plus, banning politics at work outright can lead to its own set of problems. Employees might feel their freedom of expression is being restricted, leading to resentment. Plus, outright bans can potentially fall afoul of protected speech. “The National Labor Relations Board protects workers discussing unionization and workplace conditions, for example, so it’s not realistic to outright ban [all] talk of politics at the office,” reports SHRM.

The key for employers is to strike a balance between maintaining a harmonious workplace and allowing employees to express themselves freely. “Trust me, you’ll want a formal policy around political speech in your business in place before things go nuclear between two employees who don’t see eye-to-eye on a hot-button issue,” says Rice. And that’s the key: only 8% of businesses have clear workplace guidelines on political discussions at work.

If you do choose to implement a "no politics" policy, transparency is crucial. Explain the rationale behind the policy, emphasizing that the goal is to maintain a productive, inclusive, and respectful work environment. Make it clear that the intent is not to limit personal expression but to prevent disruptive conflicts that can hinder teamwork and morale. When violations happen, it’s essential to handle them consistently and fairly, address it privately, and remind employees of the company’s guidelines.

What Are the Impacts of Politics on the Job?

Politics at work can easily affect employee effectiveness. “Political conversations can result in a workplace that feels exclusive for some employees and can cause employee productivity to decrease,” Rick Hammell, SPHR, Founder & Chief Executive Officer of Helios, told HR Morning. “It’s crucial for employees to be comfortable in the workplace, so they can optimize their productivity and ensure work responsibilities won’t be put on the back burner.”

It's also important to realize that organizations need to mindful of their own political discussion, not just that of the workforce. When businesses (or business owners/executives) stake out firm political positions, they risk backlash both internally and externally.

“Additionally, when workers disagree with a company’s political position or with their boss’ political affiliation, it can impact not just morale but also retention and a company’s ability to recruit and hire,” says Maria Correa, a career expert at ResumeHelp.

Having said all of that, it’s worth at least noting that, according to a Gallup survey, “14% of employees say having political discussions with coworkers has helped them feel included, and 11% say they have grown closer to a coworker because of their political views.”v

How to Handle Political Discussions in the Workplace

1. Create Clear, Credible Policies Regarding Political Discussions. One of the first steps in managing politics on the job is to set clear expectations. This begins with a well-communicated policy that outlines what is acceptable and what is not. “Provide examples as appropriate and make it known what course of action will be taken if the guidelines are ignored—for example, comments will be deleted if offensive language is used,” advises Shawnee Irmen-De Anda, chief people officer at Thriveworks, a national provider of psychotherapy services.

2. Encourage Neutral, Private Spaces for Discussion. If employees wish to engage in political discussions, consider providing a designated area or time where these conversations can happen without disrupting the workplace. This could be a break room or a private discussion group. This approach respects employees’ desire to express their views while preventing potential distractions in the main workspace.

3. Address Issues Quickly but Calmly. When a political discussion begins to escalate into an argument, managers need to step in before the situation gets out of hand. This doesn’t mean shutting down the conversation immediately; instead, aim to steer it back to a more productive or neutral topic. Sometimes, simply reminding employees to be respectful can de-escalate the situation.

4. Bring in HR When Necessary. In cases where political discussions cross into harassment or discriminatory remarks, involve HR immediately. These situations require a formal approach to ensure compliance with legal and company policies. Documenting these incidents and addressing them promptly can prevent future issues and protect the company from potential liabilities. 

5. Take a Neutral Stance. If you need to mediate a disagreement, maintain a neutral stance. It’s essential that all parties feel they are being heard without bias. Address behaviors rather than beliefs. For example, if an employee raises their voice or makes inflammatory comments, focus on those actions rather than the content of their opinion.

Politics at Work: Balancing Freedom and Harmony

Managing politics on the job is a delicate balancing act. It requires a thoughtful approach that respects employees’ rights to express themselves while maintaining a focus on productivity and workplace harmony.

By establishing clear policies, encouraging respectful communication, and addressing conflicts quickly and fairly, employers can create a work environment that remains neutral, inclusive, and focused on business goals. Ultimately, the goal is not to eliminate politics at work but to manage discussions in a way that preserves employee morale, promotes understanding, and ensures a productive and collaborative workplace.

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